主管情緒勒索對部屬安靜離職與情緒耗竭之影響

Abstract

本研究以資源保存理論探究主管情緒勒索對部屬安靜離職與情緒耗竭之影響，並檢驗權力距離與上下私交關係於此歷程中的調節效果。本研究採用問卷調查法，以台灣在職6個月以上的正職工作者為研究對象，並採用兩階段問卷發放，總計回收有效問卷374份問卷。研究結果發現：(1)威脅導向與懇求導向情緒勒索與部屬安靜離職有正向關係。(2)威脅導向與懇求導向情緒勒索與部屬情緒耗竭有正向關係。(3)上下私交關係會負向調節懇求導向情緒勒索與部屬情緒耗竭的正向關係。最後針對主管情緒勒索行為提出實務建議以供企業作為人力資源管理的參考。

Based on the Conservation of Resources (COR) theory, this study explores the impact of supervisor emotional blackmail on subordinates’ quiet quitting and emotional exhaustion. It further examines the moderating effects of power distance and supervisor-subordinate guanxi in this process. A two-wave survey was conducted among full-time employees in Taiwan with at least six months of work experience. A total of 374 valid responses were collected. The results revealed that: (1) threat-oriented and plea-oriented emotional blackmail are positively associated with subordinates’ quiet quitting; (2) threat-oriented and plea-oriented emotional blackmail are positively related to subordinates’ emotional exhaustion; and (3) supervisor-subordinate guanxi negatively moderated the positive relationship between plea-oriented emotional blackmail and emotional exhaustion. Based on these findings, practical recommendations regarding supervisors' emotional blackmail behaviors are proposed to serve as a reference for human resource management in organizations.